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In the fall of 2017, Beneficial State Bank, a triple bottom line community development bank serving areas of California, Oregon, and Washington, had completed its fourth successive year of normalized profitability while continuing to fulfill its mission of promoting social justice and environmental sustainability. Having grown roughly 20 percent organically by loan and deposit growth annually, as well as through three aligned acquisitions, Beneficial State Bank was well on its way to proving its beneficial banking model as well as the impact of its operations on individuals, communities, and the banking system at large. At the same time, husband and wife creators of the bank, Tom Steyer (MBA '83) and Kat Taylor (JD/MBA '86), found themselves at a crossroads. As the sole providers of capital to the bank during the formation and, as a result of the bank's unique organizational structure, the couple remained the only investors in the bank almost a decade after its founding. With the bank's assets approaching $1 billion, the team envisioned scaling the business for both economic viability and impact to nearly five times the current size in the coming years. In order to achieve this goal, however, the founders would have to consider the introduction of additional investors. This case describes the motivating factors for changing the bank's existing capital structure and includes a discussion of a potential investment option to fulfill these goals. Additional topics include prospective investors, existing capitalization and growth prospects, and the role of mergers and acquisitions.

In a few decades starting in the 1990s through the early 2000s, Reliance Industries had emerged as a powerhouse in the oil and gas business. It cemented its global reputation by adopting innovative approaches to articulating an integrated business model that would span the entire value chain from exploration to petrochemicals. Much of its success revolved around its execution prowess and its ability to deliver projects well under budget and ahead of schedule, a field of expertise that had traditionally been dominated by the more established supermajors in the industry such as ExxonMobil. This case study addresses the evolution of the company from a fairly small-scale textile manufacturer to a global powerhouse, with specific focus on the way in which the company intertwined its sources of competitive advantage (e.g., location, project execution, relationship building, and financial acumen) to establish a winning proposition. The case allows for a rich thematic discussion around understanding the modes of competition adopted by companies from newly industrializing contexts.

The case describes the transformation of the large independent oil and gas company, Anadarko. The company had fallen into bad times as a consequence of a host of environmental factors as well as questionable strategic choices and ill-timed acquisitions. James Hackett was hired as the new CEO to transform the company. The case discusses the major changes that he made during his tenure and the transition from Hackett to his handpicked successor Al Walker. It dwells on the era of Hackett more than Walker and focuses on the manner in which Hackett engineered the key changes, his approach to leadership, and his inclusive transformational approach. The case ends with some key challenges confronting Al Walker as he contemplates the changes he would have to make in both preserving the legacy of his mentor Hackett and addressing the challenges that confronted the company in 2017.

By 2015, China had one of the world's largest and most complex healthcare industries. This industry had been undergoing unprecedented change in diverse areas, from policies to technologies. Shanghai Pharmaceuticals, China's second-largest pharmaceutical company, spanned the entire pharmaceutical value chain, from product research and development to sales. The company's core competency was in drug distribution, which generated 70 per cent of the firm's revenue. The company's leadership in distribution was enabled by its information technology infrastructure and data. However, with the Internet and digital technologies becoming key drivers of China's healthcare sector, the company needed to rethink its business and develop a future strategy to sustain its success in the age of digital disruption.

In October 2015, Squatty Potty's chief executive officer (CEO) launched the first viral video campaign in the U.S. company's history. In terms of cost, it represented the largest single marketing promotion ever for the company's home remedy for constipation-a foot stool that made going to the bathroom more ergonomic. Further raising the stakes of his decision, the CEO's three business partners had reservations and objections. The partners worried that an irreverent viral video could be expensive, ineffective, and even offensive to the target markets. For the good of the business, the strength of the partnership, and the efficacy of future marketing efforts, it was critical that the CEO be able to provide credible proof of the campaign's efficacy. In addition, his ability to critically assess the strengths, weaknesses, and outcomes of the campaign would provide precious insight to shape future promotion campaigns, both online and offline.

In May 2015, Qualtrics was a rapidly growing U.S.-based software-as-a-service firm, founded in 2002. After 10 years of operating with little capital, Qualtrics raised some venture capital funding, which enabled it to initiate a rapid international expansion. The management team intended to aggressively pursue global opportunities, but first needed to make some key decisions regarding how to develop the company's Europe, Middle East, and Africa (EMEA) regional headquarters, and its European operations. Key concerns included the company's market selection and prioritization, and its best approach for developing a subsidiary and EMEA regional operations that could achieve significant scale in a short time frame.

On April 19, 2015, Freddie Gray, a young African American male, died while in the custody of the Baltimore Police. In response to his death, which occurred less than a year after a similar incident in Ferguson, Missouri, protestors mobilized daily in Baltimore to vocalize their frustrations, including what they saw as law enforcement's long-standing mistreatment of the African American community. Then, on April 27, following Gray's funeral, riots and acts of vandalism broke out across the city. Overwhelmed by the unrest, the Baltimore police requested assistance from other police forces. Later that evening, Maryland Governor Larry Hogan declared a state of emergency and activated the Maryland National Guard. At the local level, Baltimore Mayor Stephanie Rawlings-Blake issued a nightly curfew beginning Tuesday evening. "Into Local Streets" focuses on the role of the National Guard in the response to the protests and violence following Gray's death, vividly depicting the actions and decision-making processes of the Guard's senior-most leaders. In particular, it highlights the experience of the state's Adjutant General, Linda Singh, who soon found herself navigating a complicated web of officials and agencies from both state and local government - and their different perspectives on how to bring an end to the crisis. Case number 2116.0

The city of Wenzhou in the Province of Zhejiang, long known in China for entrepreneurship, now hosts the country's largest privately owned mental health hospital group. This case traces the development of Wenzhou Kangning Hospital Co, Ltd. from founding to just before its initial public offering to illustrate the extraordinary entrepreneurship happening in China's healthcare space. It highlights the challenges of China's mental health sector and the means company founder Guan Weili employed to address some of them. How will the hospital grow in the future?

Pravost Consulting Services considers a division manager's response to the stringent demands of his boss who lambasts him for the division's weak performance. Six months earlier Jakub Kowalski, CEO of Pravost, promoted Viktor Novak to head up the faltering Pravost Consulting Services (PCS). For the most recent two quarters, however, PCS proved to be unfertile ground for Novak who failed to reach Kowalski's (or his own) goals for the division. Kowalski who has a reputation for being a very demanding CEO, often reciting quotes by historical military leaders, drew a sharp line in the sand for Novak: either shape up or else. With heavy rates of attrition in PCS, Novak considers what to do and whether to focus on a long-term solution in which he believes or a short-term fix to placate his boss.

Having reached major career milestones, Elizabeth Smith moved to Smalltown, not far from the middle-class community she grew up in, determined to give back in a meaningful way. She wanted to satisfy a real need, while developing herself in new ways and participating more deeply in community life. Like many smaller towns, Smalltown (an incorporated village) relied primarily on volunteer fire and rescue services for on-site emergency care. Aware of this need, Smith chose to volunteer as emergency medical services (EMS) provider. While it was a very rewarding endeavor, navigating the culture of a volunteer organization in the town had proved more challenging than Smith expected. This was complicated by Smith's role as a volunteer, rather than as a manager or traditional employee. 2017 was a turning point for Smith as she questioned certain governance, financial management, and service delivery practices. How could Smith most effectively address these issues?

In mid-2014, Chuck Davis, chairman and CEO of Prodege LLC, parent company of the brand promotion business Swagbucks, is just a few weeks into his new role as the company's CEO. He has been tasked with helping the promising young company scale, something he has done successfully during prior stints as CEO at other young companies, but this situation presents him with some unique challenges. Prodege has a strong culture built around the deeply held religious beliefs of the company's founding employees, many of whom are devout ultra-Orthodox Hasidic Jews. This has resulted in some unique situations for a growing technology company, such as the company closing its office on Jewish holidays and for Shabbat. Davis is keen to quickly implement the changes that he believes need to be made for the company to grow, but he also recognizes the need to be careful not to upset the company's culture and potentially upset what had made the business special in the first place. How quickly should he move and how should he stage his actions?

It is impossible to predict the future, but this is a task policymakers are effectively expected to do when deciding how to deploy scarce resources to the benefit of future constituents. This case therefore looks at one tool in particular-scenario planning-that actors in both the public and private sector employ to, while not predicting the future, prepare for it as much as possible. The case uses Ilan Steiner, head of the Currency Department at the Israeli central bank as the protagonist; one of the biggest questions he has had to address in the last few years has been what the future of cash will look like. Some people argue that the proliferation of new technologies-such as Venmo-will make paper currency obsolete. Others point out that paper currency demand is actually increasing in many countries, despite the availability of digital payment systems. The case is divided into three sections. The first introduces Ilan Steiner and provides some background on currency use around the world. The second section introduces scenario planning and then discusses how railway executives employed scenario planning to investigate possible futures for coal demand and their impact on the railway industry. The last section is a memo 'from' Ilan that requests students to prepare their own scenario plan for the future of cash in Israel. Case number 2100.0

In 2012, amid much fanfare, Peru's President Ollanta Humala launched an ambitious program on early childhood development called Cuna Más. The program, based on a successful home visiting intervention in Jamaica, was designed to improve the cognitive and emotional development of children below the age of three, living in poverty. The government's aim was to scale the program nationwide. Initially, despite the logistical challenges of reaching rural communities in a geographically diverse country-from communities residing high up in the Andes to those deep in the Amazon jungle-the program grew at a rapid rate, increasing coverage by 50 percent or more each year between 2012 and 2015. By early 2016, however, Cuna Más encountered a formidable set of challenges. Amid political pressure to increase coverage quickly, the program had to ensure that it continued to deliver a quality service-even as Cuna Más staff navigated the delicate task of convincing communities to adopt a program that, at its heart, relied on the willingness of families to let strangers into their homes. Cuna Más staff was nonetheless hopeful. In many instances, it was the first social program to reach remote, vulnerable populations across Peru. But some civil society groups that had initially hailed President Humala for focusing on early childhood now argued that the program was hobbled by operational challenges that threatened the long-term sustainability of the program. As the April 2016 elections loomed on the horizon a crucial question about Humala's flagship program lingered. Could Cuna Más deliver with quality at scale? Case number 2115.0

In May 2013, iGATE Corporation ended its employment contract with Phaneesh Murthy, then chief executive officer, amid allegations of sexual harassment. iGATE maintained that Murthy had violated company policy; thus, it dismissed Murthy "with cause," effectively ending all of the company's severance obligations under the agreement. Murthy responded by suing iGATE, claiming breach of contract and defamation. In March 2014, iGATE countersued Murthy for damages the company suffered due to Murthy's behaviour. Could iGATE justify its termination of Murthy's contract? What were the implications of ending a senior executive's agreement for cause?

In the summer of 2015, one of Nestlé SA (Nestlé)'s top-selling products in the Indian market, its two-minute Maggi noodles, was embroiled in a food and safety issue when lead was discovered during a test. Media pundits called for the arrest of Nestlé officials. Others took to the street to set ablaze the famous yellow-coloured Maggi packets. Nestlé treated the matter largely as a regulatory issue, managing the crisis with scientific data at hand. The narrative was quickly set by the Food Safety and Standards Authority and its various provincial partners, which led to statewide bans and expanded tests of Maggi noodles across India and beyond. Nestlé executives wondered how a simple test had landed the organization and its prized brand in hot water. How can Nestlé take control and win back consumer confidence?

In March 2017, the vice-president of the ice cream division at Colombina S.A. (Colombina), was in her office at the company's headquarters in Cali, Colombia. She was reviewing the growth figures for the company's ice cream business, for which she was accountable. The sales target set for the company in 2010 was US$1 billion by 2020, and the ice cream segment would play a fundamental role in reaching that target. The vice-president remembered what Colombina's chief executive officer had told employees the year before at the last strategic planning meeting: "It is simple; in order to reach the sales target, we must continue to do three things: achieve organic growth of the businesses we already have, open new markets or new businesses, and acquire companies with which we can generate synergies with our ongoing businesses." Despite having invoiced over $40 million in ice cream in 2016, a growth of 1 per cent over 2015, the vice-president was aware of the challenge this strategic guideline meant for her category, which led her to consider options for increasing sales and profits. What market opportunities should the ice cream division exploit? What channels should it grow? Should particular channels be grown more than others? Should the product portfolio be expanded?

On February 1, 2013, the managing director of software development firm SYIT, sat in his office and gathered his thoughts on his new organization. Based in Islamabad, Pakistan, SYIT was a new entrant in the offshore software development industry. Its managing director had expended months of effort to move the entire project team from his previous employer to his newly formed company, but the real challenge lay ahead. SYIT needed to reduce the cultural gap between its team and its primary client, one of Denmark's largest publishing houses. The managing director's ultimate goal was to create an organization that was flexible and innovative-like the European clients that he wanted to continue to attract. How could he implement a strong company culture to ensure that all employees projected one consistent and effective working style across SYIT's different projects and clients?

In 2010, ACTIS embarked on an ambitious project to build a pan-Middle East and Africa (MEA) payments platform. It had purchased Mediterranean Smart Cards Company (MSCC), a bankcard issuer with operations across Africa, and had identified a follow-on target, Visa Jordan Card Services (VJCS) as part of its buy-and-build strategy, and another potential acquisition in South Africa. These could enable the ACTIS platform to capture the entire value chain in the payments business in the MEA region. However, not long after the purchase of MSCC, political turmoil engulfed the Arab world, prompting the ACTIS investment committee in London to question the viability of creating a payments platform in MEA.

The case examines the reforms to the French labour code made by President Emmanuel Macron after his election in April 2017, essentially designed to loosen restrictions on hiring and firing. The new laws gave smaller companies more flexibility in negotiating wages and conditions directly with employees (rather than being bound by industry-wide collective deals negotiated by trade unions) and the right to lay off workers in periods of economic difficulty. In the context of an upturn, Macron was hoping the reforms would encourage foreign investment such as financial institutions relocating in response to Brexit. He resorted to issuing executive decrees (ordonnances) to avoid the massive street protests typically sparked by macro-economic adjustments in France, ultimately consolidating his leadership at home and in the larger European Union.